In my 22 years of project management, I’ve seen thousands of methods of project organization and task trackers. People make them entirely too complicated.
Whether you’re organizing large business change and transformation initiatives or personal to-do lists, this six-list task tracker for project organization will increase your sanity and success!
What I’m going to do is show you how Intelivate approaches project organization. I also use this approach for my personal to-do lists and as a task tracker. You can watch the video or read the transcript below.
Organizations need to stop focusing on wasteful work-life balance programs. Work-life integration programs cost less and achieve greater ROI. Here’s how.
You’ve failed to achieve any result in your work-life balance programs as a business. As a result, employee engagement and satisfaction are down. You’re at a loss as to how to achieve that mythical unicorn of balance as an employee while convincing yourself it must be possible.
So what do I tell employees and businesses to do? Stop wasting money on work-life balance programs instead, focus on the integration of the two.
What happens next? I get the look of extreme, uncomfortable confusion. I’ve seen it hundreds of times.
I’ll discuss the problems with work-life balance programs and explain work-life integration as well as creative ideas to start programs.
First, let’s start with the problem of balancing life and work.
You’re lost as to how to achieve that mythical unicorn of work-life balance.
Understanding these six critical differences of organizational change and transformation saves you a ton of budget, frustration, and heartache.
It’s not transformation unless you become a dog.
Recently, I spent a day collaborating with a group of executives for a Fortune 50 planning a ‘transformation.’ I received piles of projects with impressive displays of “TRANSFORMATION” anywhere they could fit the word.
As I started skimming the plans, I became increasingly confused asked,
“What are your goals in this?”
As they explained in full details, I started marking the number of times they said the word transformation. I ran out of room on the remaining tablet screen space. I told the executives I needed more time to do a thorough review and to make detailed recommendations.
The one I could make immediately is to take the word transformation out of all of their plans.
That is all I heard while I looked at their confused faces through a video conference lense. Initially, I thought the video and audio had frozen.The video conferencing was operating just fine – what had frozen was their expressions.
I told them based on plans and goals that these plans were for change – not transformation.
They looked even more confused and only moved to look at each other. I explained it in every way I knew how – the differences, the relationship of the two, the connection of the two and used life and work examples.
Finally, I asked for 15 minutes and developed the very rough ‘infographic’ displayed above (thank you, Canva!). When they returned, I beamed the visual to all of their tablets, asked them to examine it for 5 minutes and take notes.
I told them that if they are not looking to become a dog relative to the other icons here, then you are not looking for a transformation. They want change.